Equal Employment Opportunity is

THE LAW
Equal Employment Opportunity is
Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations
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Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:
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RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and
employees from discrimination in hiring, promotion, discharge, pay, fringe benefits,
job training, classification, referral, and other aspects of employment, on the basis
of race, color, religion, sex (including pregnancy), or national origin. Religious
discrimination includes failing to reasonably accommodate an employee’s religious
practices where the accommodation does not impose undue hardship.
DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect
qualified individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and other
aspects of employment. Disability discrimination includes not making reasonable
accommodation to the known physical or mental limitations of an otherwise qualified
individual with a disability who is an applicant or employee, barring undue hardship.
AGE
The Age Discrimination in Employment Act of 1967, as amended, protects
applicants and employees 40 years of age or older from discrimination based on
age in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment.
SEX (WAGES)
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as
amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in
the payment of wages to women and men performing substantially equal work,
in jobs that require equal skill, effort, and responsibility, under similar working
conditions, in the same establishment.
GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants
and employees from discrimination based on genetic information in hiring,
promotion, discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. GINA also restricts employers’ acquisition of genetic
information and strictly limits disclosure of genetic information. Genetic information
includes information about genetic tests of applicants, employees, or their family
members; the manifestation of diseases or disorders in family members (family
medical history); and requests for or receipt of genetic services by applicants,
employees, or their family members.
RETALIATION
All of these Federal laws prohibit covered entities from retaliating against a
person who files a charge of discrimination, participates in a discrimination
proceeding, or other wise opposes an unlawful employment practice.
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED
There are strict time limits for filing charges of employment discrimination. To
preserve the ability of EEOC to act on your behalf and to protect your right to file a
private lawsuit, should you ultimately need to, you should contact EEOC promptly
when discrimination is suspected:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000
(toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing
impairments). EEOC field office information is available at www.eeoc.gov or
in most telephone directories in the U.S. Government or Federal Government
section. Additional information about EEOC, including information about charge
filing, is available at www.eeoc.gov.
Employers Holding Federal Contracts or Subcontracts
Applicants to and employees of companies with a Federal government contract or subcontract
are protected under Federal law from discrimination on the following bases:
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Executive Order 11246, as amended, prohibits job discrimination on the basis
of race, color, religion, sex or national origin, and requires affirmative action to
ensure equality of opportunity in all aspects of employment.
INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified
individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. Disability discrimination includes not making
reasonable accommodation to the known physical or mental limitations of an
otherwise qualified individual with a disability who is an applicant or employee,
barring undue hardship. Section 503 also requires that Federal contractors take
affirmative action to employ and advance in employment qualified individuals
with disabilities at all levels of employment, including the executive level.
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED,
AND ARMED FORCES SERVICE MEDAL VETERANS
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38
U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ
and advance in employment disabled veterans, recently separated veterans (within
three years of discharge or release from active duty), other protected veterans
(veterans who served during a war or in a campaign or expedition for which a
campaign badge has been authorized), and Armed Forces service medal veterans
(veterans who, while on active duty, participated in a U.S. military operation for
which an Armed Forces service medal was awarded).
RETALIATION
Retaliation is prohibited against a person who files a complaint of discrimination,
participates in an OFCCP proceeding, or otherwise opposes discrimination
under these Federal laws.
Any person who believes a contractor has violated its nondiscrimination or
affirmative action obligations under the authorities above should contact
immediately:
The Office of Federal Contract Compliance Programs (OFCCP), U.S.
Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C.
20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be
contacted by e-mail at [email protected], or by calling an OFCCP regional
or district office, listed in most telephone directories under U.S. Government,
Department of Labor.
Programs or Activities Receiving Federal Financial Assistance
RACE, COLOR, NATIONAL ORIGIN, SEX
In addition to the protections of Title VII of the Civil Rights Act of 1964, as
amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits
discrimination on the basis of race, color or national origin in programs or
activities receiving Federal financial assistance. Employment discrimination
is covered by Title VI if the primary objective of the financial assistance is
provision of employment, or where employment discrimination causes or may
cause discrimination in providing services under such programs. Title IX of the
Education Amendments of 1972 prohibits employment discrimination on the
basis of sex in educational programs or activities which receive Federal financial
assistance.
EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement
INDIVIDUALS WITH DISABILITIES
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment
discrimination on the basis of disability in any program or activity which receives
Federal financial assistance. Discrimination is prohibited in all aspects of
employment against persons with disabilities who, with or without reasonable
accommodation, can perform the essential functions of the job.
If you believe you have been discriminated against in a program of any
institution which receives Federal financial assistance, you should immediately
contact the Federal agency providing such assistance.
EEOC-P/E-1 (Revised 11/09)
“EEO is the Law” Poster Supplement
Employers Holding Federal Contracts or Subcontracts Section Revisions
The Executive Order 11246 section is revised as follows:
RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN
Executive Order 11246, as amended, prohibits employment discrimination based on race, color, religion,
sex, sexual orientation, gender identity, or national origin, and requires affirmative action to ensure equality
of opportunity in all aspects of employment.
PAY SECRECY
Executive Order 11246, as amended, protects applicants and employees from discrimination based on inquiring
about, disclosing, or discussing their compensation or the compensation of other applicants or employees.
The Individuals with Disabilities section is revised as follows:
INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals with disabilities
from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral,
and other aspects of employment. Disability discrimination includes not making reasonable accommodation
to the known physical or mental limitations of an otherwise qualified individual with a disability who is an
applicant or employee, barring undue hardship to the employer. Section 503 also requires that Federal
contractors take affirmative action to employ and advance in employment qualified individuals with
disabilities at all levels of employment, including the executive level.
The Vietnam Era, Special Disabled Veterans section is revised as follows:
PROTECTED VETERANS
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits
employment discrimination against, and requires affirmative action to recruit, employ, and advance in
employment, disabled veterans, recently separated veterans (i.e., within three years of discharge or release
from active duty), active duty wartime or campaign badge veterans, or Armed Forces service medal veterans.
Mandatory Supplement to EEOC P/E-1(Revised 11/09) “EEO is the Law” Poster.
If you believe that you have experienced discrimination contact OFCCP: 1-800-397-6251 | TTY 1-877-889-5627 | www.dol.gov.
PAY TRANSPARENCY
NONDISCRIMINATION PROVISION
The contractor will not discharge or in any other manner discriminate
against employees or applicants because they have inquired about,
discussed, or disclosed their own pay or the pay of another employee or
applicant. However, employees who have access to the compensation
information of other employees or applicants as a part of their essential
job functions cannot disclose the pay of other employees or applicants to
individuals who do not otherwise have access to compensation information,
unless the disclosure is (a) in response to a formal complaint or charge, (b)
in furtherance of an investigation, proceeding, hearing, or action, including an
investigation conducted by the employer, or (c) consistent with the contractor’s
legal duty to furnish information.
If you believe that you have experienced discrimination contact OFCCP
1.800.397.6251 | TTY 1.877.889.5627 | www.dol.gov/ofccp
200 CONSTITUTION AVENUE NW WASHINGTON, DC 20210 tel: 1-800-397-6251 TTY: 1-877-889-5627 www.dol.gov/ofccp
LFD26
Print Date: 11/13
IF YOU HAVE THE RIGHT TO WORK,
Don’t let anyone take it away.
If you have the legal right to
work in the United States, there are
laws to protect you against
discrimination in the workplace.

You should know that –



In most cases, employers cannot
deny you a job or fire you because
of your national origin or
citizenship status or refuse to
accept your legally acceptable
documents.
Employers cannot reject documents
because they have a future
expiration date.
Employers cannot terminate you
because of E-Verify without giving
you an opportunity to resolve the
problem.
In most cases, employers cannot
require you to be a U.S. citizen or
a lawful permanent resident.
If any of these things have
happened to you, contact the
Office of Special Counsel (OSC).
For assistance in your own language:
Phone: 1-800-255-7688 or
(202) 616-5594
For the hearing impaired:
TTY 1-800-237-2515 or
(202) 616-5525
U.S. Department of Justice
Civil Rights Division
Office of Special Counsel for
Immigration-Related Unfair
Employment Practices
E-mail: [email protected]
Or write to:
U.S. Department of Justice – CRT
Office of Special Counsel – NYA
950 Pennsylvania Ave., NW
Washington, DC 20530
www.justice.gov/crt/about/osc
Esta organización
participa en E-Verify
Este empleador proporcionará a la Administración del Seguro Social
(SSA, por sus siglas en inglés) y, de ser necesario, al Departamento
de Seguridad Nacional (DHS, por sus siglas en inglés) la
información incluida en el Formulario I-9 de todo empleado nuevo
con el propósito de confirmar su autorización de trabajo.
IMPORTANTE: Si el gobierno no puede confirmar que usted tiene
autorización para trabajar, el empleador debe suministrarle
las instrucciones por escrito y darle la oportunidad de ponerse en
contacto con DHS o SSA antes de sancionarlo de cualquier
forma o finalizar la relación laboral.
Los empleadores no pueden utilizar E-Verify para realizar
preselecciones de solicitantes y no pueden limitar ni influenciar la
selección de los documentos que usted presente para su inclusión
en el Formulario I-9.
E-Verify funciona para todos
Para obtener más información sobre E-Verify,
comuníquese con DHS al:
Para determinar si los documentos incluidos en el Formulario I-9
son válidos, este empleador utiliza la técnica de comparación
fotográfica para comparar la fotografía que aparece en las
Tarjetas de Residente Permanente, Tarjetas de Autorización
de Empleo y pasaportes de los EE. UU. con la fotografía oficial
del gobierno de los EE. UU. Asimismo, E-Verify verifica los datos
incluidos en licencias de conducir y tarjetas de identificación
emitidas por algunos estados.
Si considera que su empleador ha infringido sus responsabilidades
en virtud de este programa o lo ha discriminado durante el proceso
de verificación de la elegibilidad de empleo por su origen nacional
o estatus de ciudadanía, comuníquese con la Oficina del Consejero
Especial llamando al 800-255-7688, 800-237-2515 (para personas
con impedimentos auditivos) o visitando www.justice.gov/crt/osc.
A V I S O:
La ley federal exige a todos los empleadores que
verifiquen la identidad y la elegibilidad de empleo de
todas las personas contratadas en los Estados Unidos.
888-897-7781
www.dhs.gov/E-Verify
El logotipo y la marca de E-Verify son marcas registradas del Departamento de
Seguridad Nacional. Queda estrictamente prohibida la venta comercial de este afiche.
SI USTED TIENE DERECHO A TRABAJAR,
no deje que nadie se lo quite.
Si usted tiene el derecho a
trabajar legalmente en los Estados
Unidos, existen leyes que lo
protege contra la discriminación
en el trabajo.
Usted debe saber que:
 En la mayoría de los casos, los
empleadores no pueden negarle un
empleo o despedirlo debido a su
origen nacional o estatus
migratorio o negarse a aceptar sus
documentos válidos y legales.
 Los empleadores no pueden
rechazar documentos porque
tienen una fecha de vencimiento
futura.
 Los empleadores no pueden
despedirlo debido a E-Verify sin
darle una oportunidad de
resolver el problema.
 En la mayoría de los casos, los
empleadores no pueden exigir
que usted sea ciudadano
estadounidense o residente legal
permanente.
Si alguna de estas cosas le ha
sucedido, contacte a la Oficina
del Consejero Especial (OSC,
por sus siglas en inglés).
Para ayuda en su propio idioma:
Teléfono:
1-800-255-7688 o
202-616-5594
Para las personas con
discapacidad auditiva:
TTY 1-800-237-2515 o
202-616-5525
Departamento de Justicia de EE.UU.
División de Derechos Civiles
Oficina del Consejero Especial Para
Prácticas Injustas en el Empleo
Relacionadas a Inmigración
E-mail: [email protected]
O escriba a:
U.S. Department of Justice - CRT
Office of Special Counsel- NYA
950 Pennsylvania Avenue, NW
Washington, DC 20530
www.justice.gov/crt/about/osc